1. Personality

2. Objectives Define personality
Describe eight categories in MBTI personality framework
Identify the “Big Five” personality variables & their relationship to behavior in organizations
Discuss the implications of personality assessment

3. Personality
The combination of psychological traits we use to classify & describe a person in terms of characteristics such as quiet, passive, loud, aggressive, etc.

4. The Big-Five Model 1. Extroversion - Comfort level with relationships
2. Agreeableness - Propensity to defer to others
3. Conscientiousness - Measure of reliability
4. Emotional stability - Ability to withstand stress
5. Openness to experience - Range of interests & fascination with novelty

5. Other Key Personality Traits
Locus of control - Belief that life is controlled by oneself vs. outsiders
Machiavellianism - Tendency to manipulate and maintain emotional distance
Self-esteem - Degree one likes or dislikes oneself
Self-monitoring - Sensitive to external cues to behave differently
Risk propensity - Willingness to take chances
Type A personality - Incessantly struggling to achieve more

6. The Myers-Briggs Type Indicator
One of the most widely used frameworks for classifying personalities
100-question personality test asks how people feel & act in particular situations
Classifications on four scales are combined for 16 personality types (INTJ, ESTJ, etc.)
1. Extroverted or Introverted (E or I)
2. Sensing or Intuitive (S or N)
3. Thinking or Feeling (T or F)
4. Perceiving or Judging (P or J)

7. Personality & National Culture
The Big Five Model of personality appear in almost all cross-cultural studies

8. Matching Personalities & Jobs
Personality-Type associated with:
Employee satisfaction
propensity to leave job
GOAL = personality matching occupational environment

9. Implications for Managers
Personality
Match personality types with compatible jobs
Can be difficult to separate personality from culture
Personality measures widely used but poorly understood